Archive for February 2011

Puzzle Interviews: Ingenious Technique or Pointless Tactic?

A simple search on interview questions and methods will return more results and ideas than one person can handle. Companies and recruiters/hiring managers are always looking for improved or innovative ways to screen candidates. How can we better predict the success of an individual; how can we more effectively assess the problem-solving capabilities of a candidate; what is the magic question to use as the ultimate disqualifier?

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People, Profit, Planet: Go Green or Go Home

My Pay It Forward post was spurred by reading an article on putting an employee’s future potential ahead of a company’s immediate gain. Perhaps the reason for the impact that article made was the recognition that, due to the effects of this economic slump, CSR objectives of many organizations have seemed to become nonexistent. Once realizable goals, corporations have pulled back on spending money for programs that they feel do not immediately impact their bottom line. Many companies are just trying to eke through and stay afloat while we dig ourselves out of this economic mess.

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Pay It Forward: Why Training Matters

An administrative assistant who can type 75 wpm and answer a multi-line phone but can’t do a page layout in Microsoft Word or know how formulas work in Microsoft Excel has little chance of getting a job later down the line if he or she doesn’t up their skill level in these areas. A mechanic that has no idea about the computer based tools that can be used in his or her field needs that opportunity to learn about it. In some instances, they simply just need to know about something bigger than their day to day jobs.

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From the Recruiting Booth to the Interview: How to Draw in Student Talent at Career Fairs

Large businesses have an easier time branding themselves as there are more opportunities for their name to get “out there”. Businesses of small to medium size have a harder time and it’s extremely important to utilize every possible chance to let your organization be known. This is especially true if you are trying to attract new graduates, some too young to recognize the names of even the most long-standing employers.

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